How to Recruit in the New Candidate-Driven Market

There are many drivers that have led to a new talent market where candidates now hold much of the power – and nowhere more so than in the tech fields.

The skills gap across the industry has certainly fuelled the change although a new approach to working by millennials, an increase in flexible working, the rise of student fees, the rapid pace of new technology and the popularity of the gig economy have all contributed to how this new workforce now behaves and thinks.

There are many aspects to consider, and many of those require a shift in working culture and employment processes. With many in the younger generation looking to avoid the costs attached to traditional degree learning, employers now need to consider other pre-requisites for tech jobs.

The New-Collar Generation

A new term is gaining ground: new collar, which refers to skilled jobs that don’t require a formal degree through the normal routes. In the tech space, where experience in new technology will often only be achieved on the job due to the very nature of emerging technology that no-one has seen before, on-the-job training and online qualifications are becoming more popular. This certainly helps to fill the many skills gaps across IT where candidates can be brought up to speed and skilled-up far more quickly.

Whilst many forward-thinking employers are letting go of antiquated job requirements and processes, some will undoubtedly take a while to feel comfortable about the changes. It may well be a case of ‘you snooze, you lose’ however, as good tech talent comes with and without degrees, and with a new set of requirements of their own.

The good candidates know their worth and hold the power

The good IT candidates are in hot demand, and they know it. Consequently, they have a clear set of career goals in mind that employers need to listen and adapt to. The tables are turning and for employers to attract and retain the talent, they need to help their people find a path and way of working that suits their aspirations and personal needs.

Much of this needs to be communicated from the onset – as early as the job description and echoed throughout the entire candidate experience. The smart HR professionals are already onboard with this new way of recruiting, but others will need to become more open and flexible in how they manage the candidate process in 2018 if they are to compete.

If you need recruitment advice on candidate experience and recruiting in the tech industry, please contact our PRO team who will be happy to help.